Organizational_Change

Organizational Change Business process improvements inevitable require change to an organization's structure and culture. Any significant change is likely to be disruptive. Consequently, business process improvements are likely to be disruptive to an organization's structure and culture. Enterprises that have attempted initiate process improvements while ignoring this syllogism have invariably failed. Therefore, organizational change management is one of the most critical responsibility in any program of process reengineering and improvement. The process of organization design matches people, information, and technology to the purpose, vision, and strategy of the organization. Structure is designed to enhance communication and information flow among people. Systems are designed to encourage individual responsibility and decision making. Technology is used to enhance human capabilities to accomplish meaningful work. The end product is an integrated system of people and resources, tailored to the specific direction of the organization. Organizational change management involves both structural and cultural change. Structural change management is concerned with the way functional units are organized to carry out their work responsibilities. Structural change management has to do with things or facilities. The focus includes policy and procedure, rules and regulations, management and staffing, facilities and equipment, and human resource practices. Organizational change theories call for leaders to change, management, process, people, organizational, employees, changes, organization, one, each, through, strategies, way, new, reengineering, must, team, strategy, strategic, should, responsibility, recognize, others, information, improvement, vision, time, support, structural, steps, stages, questions, planning, needs